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STAFF TRAINING. DEVELOPING EMPLOYEES FOR THE WORK PLACE. How To Promote Learning. 10 Principles Informal non-threatening learning environments Motivation to Learn Learning Styles Previous Knowledge and Experience Control over learning content and activities Participation

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Presentation Transcript
staff training

STAFF TRAINING

DEVELOPING EMPLOYEES

FOR THE WORK PLACE

how to promote learning
How To Promote Learning

10 Principles

  • Informal non-threatening learning environments
  • Motivation to Learn
  • Learning Styles
  • Previous Knowledge and Experience
  • Control over learning content and activities
  • Participation
  • Provision of time for learning
  • Opportunities to practice or apply learning
  • Focus on dealing with problems
  • Guidance
principle 1
Principle #1

Informal non-threatening learning environments

  • In order to enhance the learning environment, you should focus on the relationship level before the task level.
  • The participants need to know what activities they will be involved with throughout the training.
  • Help the participants identify with the group.
principle 2
Principle #2

Motivation to Learn

  • Why People Are Motivated
    • A change in their lives or their jobs.
    • A desire for job advancement.
    • A love of learning and the desire to do something new.
principle 3 individual learning styles
Left Hemisphere

Speech

Calculations

Reading

Writing

Naming

Ordering

Motor Sequencing

Evaluation

Logic

Right Hemisphere

Artistic Activity

Emotions

Music Ability/Rhythm

Comprehension

Facial Expressions

Intuition

Creativity

Images/Colors

Spatial Ability

Principle #3Individual Learning Styles
principle 4
Principle #4

Previous Knowledge and Experience

  • Adults have more to contribute to each others learning
  • Adults have a richer foundation of knowledge and experience to which they relate new information.
  • Adults have acquired a larger number of fixed habits and tend to be less open-minded.
principle 5
Principle #5

Control over Learning Content and Activities

  • How to Assess the Trainees Knowledge
    • Questionnaires and Pre-Tests
    • Characteristics needed to achieve ideal performance
      • Good Supervisor
      • Good Speaker
      • Good Trainer
    • Trainees can measure the gap between ideal performance and their own characteristics.
principle 6
Principle #6

Participation

  • Oral – Questioning, Discussions, Presentations, etc…
  • Written – Quizzes, Worksheets, Flip Charts, etc…
  • Group Activities – Discussions, Group Projects, Role Play, etc…
  • Physical Activity – Demonstrations, Practice, Production of Materials, etc…
principle 7
Principle #7

Provision of time for learning

  • Promote learning by providing short breaks
  • Cross references should be easily recognizable
  • Good organizational skills will increase retention.
principle 8
Principle #8

Opportunities to Practice

  • Retain training and transfer to real life.
  • Apply and practice in training to develop relationships.
  • Openness to new practice techniques.
principle 9
Principle #9

Focus on Dealing with Problems

  • Training courses should deal with specific problems related to the topic rather than the whole subject.
  • Deal with the problems that the participants have when entering the training session.
  • Focus on real-life adjustment and survival concerns of the participants rather than the company’s history.
principle 10
Principle #10

Guidance and Measures of Performance

  • Have clear and measurable objectives.
  • Have the trainees evaluate themselves.
  • Reinforce appropriate behavior when it is displayed.

“who maintain that most human learning is far too complex to be described by observable, measurable, terminal behaviors. They suggest that objectives might more appropriately specify directions of growth, such as ‘to develop increasing self-confidence’ or ‘to develop broader and deeper knowledge of…”

~ Carl Rodgers and Abraham Maslow ~

staff needs
Staff Needs
  • Provide necessary information on participants.
  • Identify employee difficulties and performance problems
  • Increase employee involvement.
  • Provide a means of measuring employee training effectiveness.
  • Show Us Don’t Tell Us
  • K.I.S.S (Keep it short and simple)
course development
Course Development
  • Brainstorming
  • Assign responsibilities
  • Set deadlines
  • Clarify objectives
how to conduct the training course
How to Conduct the Training Course
  • Prepare for the course
  • Prepare the participants
  • Prepare yourself
  • Prepare training area
    • Multimedia technology
follow up and evaluation
Follow-up and Evaluation
  • Purposes of Evaluation
    • Improvement of training programs
    • Assessment of the value of training to participants and their organization
references
References

Improving Training Effectiveness In Work Organizations

J. Kevin Ford

Total Job Training

Paul M. Stokes

How to develop and Present Staff Training Courses

Peter R. Scheal

Naked Management- Bare Essentials to Motivating the X-Generation at Work

Marc Muchnick, Ph.D.

staff training presented by
Staff Training Presented By

Andrew “Better Late than Never” Huebner

Eric “Wing Ding” Siegel

Jill “Wiz Kid” Hruz

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